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Postal Letter Carriers

^     All messages            4984-4999 of 4999  4968-4983 >>
4999
Old22
09-27-2014
09:50 PM ET (US)
Question for all you legal eagles. I am wondering if my grievant's "due process" or "fair procedure" rights have been violated by management. It's a simple issue, the station manager conducted a PDI on the grievant, and the supervisor, who had nothing to do with the investigation, signed the NOR as the issuer. The Manager was the concurring official. Do we have a due process violation? The way the NOR is written it's as if the supervisor conducted the PDI. Since they had no direct involvement in the actual PDI, it's as if they are lying when they say "I determined" or "When I stated". At one point the grievant is quoted as saying "I just think I'm not getting a fair chance at this SIR (!)" Notice, SIR. The manager is SIR and the supervisor is Ma'am. Thoughts? I need to destroy this garbage. Thanks in advance for any help.
4998
Old22
09-26-2014
11:44 AM ET (US)
I do not have any info on Mr. Hernandez but I'd sure like to hear more about him, what he did and how he was nailed for it. I don't know how things are in the rest of the country but here in the SE the PO is acting crazy.
4997
eeo rep
09-17-2014
08:08 PM ET (US)
Anybody have info on Anthony Hernandez-Postmaster Pomona PO in CA being indicted on federal charges? Hernandez abused hundreds of employees with false charges. Good to him paying the price. Any info please post
4996
jelloPerson was signed in when posted
09-15-2014
10:09 PM ET (US)
8.5.G G. Full-time employees not on the “Overtime Desired” list may be
required to work overtime only if all available employees on the
“Overtime Desired” list have worked up to twelve (12) hours in a day
or sixty (60) hours in a service week. Employees on the “Overtime
Desired” list:
1. may be required to work up to twelve (12) hours in a day and sixty
(60) hours in a service week (subject to payment of penalty over
time pay set forth in Section 4.D for contravention of Section 5.F);
and
2. excluding December, shall be limited to no more than twelve
(12) hours of work in a day and no more than sixty (60) hours
of work in a service week.
However, the Employer is not required to utilize employees on the
“Overtime Desired” list at the penalty overtime rate if qualified employees
on the “Overtime Desired” list who are not yet entitled to penalty
overtime are available for the overtime assignment.
4995
golfgod
09-09-2014
07:13 PM ET (US)
JAY: what is the real truth is you find out what time is your last dispatch is. Like if your last dispatch is 6 pm and window is till 5:45. So if management is going to force nonodl to work over time they needed to max you out to the last dispatch first. If it doesn't get you to 12 hours then ask to start earlier to be max out. 80% of the mail is there first thing in the morning then you can start early to max you out. If you need to file grievance use Article 8.5.g. you will win everytime and management will not resolve it and you need to pursue it to DRT.
4994
jelloPerson was signed in when posted
09-08-2014
08:54 AM ET (US)
Maxed is 12 hours not 10
4993
jay
09-06-2014
11:16 AM ET (US)
If ODL is maxed "on paper" can managment then mandate non ODL carriers even if ODL carriers get finished under 10 hours?
4992
Old 22
09-05-2014
05:40 PM ET (US)
egark/m4991--I spoke to our branch president. They spoke to the Postmaster, MSCO and Station Manager where this happened. The station manager was severely chastised and ordered not to do this again. Branch president said, lets give them the chance to correct, if it happens again we'll file. I appreciate your comments and help. I've saved it for reference "if it happens again". Someone will get poked in the eye for sure. Much obliged! On a different note, for your reading enjoyment, the same manager told a carrier today in the morning that they were going to be put on EP. I asked them if they were on the clock to which the response was, "yes". I said, then there's no EP. 30 minutes later the manager came and got me and the carrier and a PDI was conducted which at one point the manager told the carrier they were going to be put up for removal. No hostile tone, more matter of fact like. Carrier is a 27 year veteran w/the PO. I told carrier after manager left, don't worry, you didn't commit a crime and they can't start at the top and go backwards.....although...now that I think about it...and this manager...maybe they can! Scary!
Edited 09-05-2014 05:41 PM
4991
egarkPerson was signed in when posted
09-03-2014
05:06 AM ET (US)
Old22 /m4990 - what is an alternate steward? An alternate steward fills in when one of the regular stewards is not there. When the regular stewards are there, the alternate is not a steward and has no stewardly authority! Therefore, this carrier had NO representation at the II, a violation.

This is a serious violation of the union's rights under Article 1. Management doesn't get to decide who represents carriers. This supervisor needs to be slapped down, hard.
Edited 09-03-2014 07:14 AM
4990
Old 22
09-02-2014
11:50 PM ET (US)
Greetings.....A situation arose at my station where a supervisor refused to use any of the two full time stewards for an I.I. and instead took the alternate in. Can management supplant either full time steward for an I.I. with the alternate when the two paid full timers are at work? I'm not finding support in the NA or JCAM even under Article 17. Is there a grievance? Is it a local agreement matter? Can anybody help please? Thanks in advance
4989
Lisa Taunt
09-01-2014
07:47 PM ET (US)
Is there an easy way to navigate the liteblue site?? want to find out if hubby got a route he bid on
4988
website
09-01-2014
12:47 PM ET (US)
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4987
golfgod
08-24-2014
06:51 AM ET (US)
Worm 1958 Your steward or your paid officers of your branch should receive a ODL data info from there supervisor so that they can check who has the most overtime in the office from top to bottom. Example If you have 20 people that are on the 10 or 12 hour list for overtime. and you had 20 hours of overtime for the week and the remainder of the ODL had 10 hours each person then you would add up all the hours each person had then divided that by how many persons were on the ODL and that would give you what the medium would be. So if you do that for that week everyone should of received 10.50 of overtime. Now each week your steward should receive a report from the supervisor that shows how many of overtime that was used by the ODL and you continue to add each week then the medium will change. At the end of the quarter the people that are below the medium would get paid for hours lost. Now if someone on the ODL is vacation in that quarter in our office we would add hour and half each day you were on vacation. Management should also show you how many times people turn down overtime and how many hours they turned down overtime That would be added in to meet the medium. What I am saying that your steward and or your paid union officials need to do there jobs if they are receiving complaints that this person is getting more hours than you. Management then has to pay you at the end of the quarter if you are under the medium. In the past the union and management would agree to make up the hours in the next quarter but friends with management would still get the hours and there was no making up the hours so that is why they must resolve each quarter. Any questions let me know.
4986
NECarrierPerson was signed in when posted
08-04-2014
06:01 PM ET (US)
/m4985 Correct as usual, King Friday! ;-)
4985
egarkPerson was signed in when posted
08-04-2014
08:23 AM ET (US)
NECarrier /m4984 - not "equalized", equitable.
4984
NECarrierPerson was signed in when posted
08-04-2014
08:18 AM ET (US)
/m4983 This type of thing is usally a local agreement, there is nothing like that in the national agreement. The OT hours are supposed to be equalized amongst all carriers on the OTDL each quarter. How ecactly that happens is, again, usally the subject of a local agreement. Your steward or branch officers should be able to show you something in writing that addresses this.
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